The effects of goal setting on rugby performance

Goal-setting effects on selected performance behaviors of 5 collegiate rugby players were assessed over an entire competitive season using self-generated targets and goal-attainment scaling. Results suggest that goal setting was effective for enhancing task-specific on-field behavior in rugby union.     

The effects of individual differences and goal origin on goal setting and performance

The purpose of this study is to clarify the roles played by individual differences and goal origin in the goal setting process. In order to accomplish this objective this study (a) briefly reviews the existing empirical evidence on individual differences in the goal setting literature, (b) develops a model of the goal-setting process that specifies different roles for individual differences depending upon goal origin, and (c) tests hypotheses generated by this model in a laboratory setting. The results indicate that under self-set conditions variables associated with self-perceptions of task-specific ability, but not generalized self-esteem, are related to the difficulty of the goals selected, with more difficult goals being set by individuals high in task-specific ability perceptions. Furthermore, when goals are self-set, regardless of individual differences, the expectancy and valence of goal attainment tends to be high and invariant relative to assigned conditions (i.e., the motivation to pursue the goal is high), and a strong goal difficulty-performance relationship is in evidence for all subjects. Under assigned goal conditions, individual differences determine the reaction to the assigned goal. Individuals high in task-specific self-esteem have stronger expectancies for attaining the goal relative to those low in this trait; and, individuals high in generalized self-esteem exhibit higher valence for goal attainment than those low in generalized self-esteem. In assigned conditions, there was a positive goal difficulty-performance relationship only for individuals high in generalized self-esteem. Some evidence actually suggested that for subjects low in generalized self-esteem, it is better to assign low goals. Low goals seem to increase the self-perceived task-specific ability of these subjects which relates positively with performance.     

Resources and dual-task performance; resource allocation versus task integration

This study aims at contributing to the explanation of dual-task performance in terms of either resource allocation or of task interference and integration. Twenty-four subjects carried out, single and in combination, a motor interval production task and a perceptual target detection task on the basis of combined memory and display search. The demands of the target detection task were varied by increasing or decreasing the presentation rate of successive search displays. Furthermore, the presentation rate was either constant or variable. The dual-task condition had a negative effect on interval production, the extent of which was unaffected by either rate or variability of display presentation. This means that there was no evidence for synchronizing interval production with display presentation, so that the major opportunity for task integration did not substantiate. It is suggested that the two tasks use different resource pools in addition to a common mechanism, the limited capacity of which causes a general interference in dual-task conditions.     

Combined effect of goal setting and self-talk in performance of a soccer-shooting task

To examine the combined effect of goal setting and self-talk, 41 professional and semiprofessional soccer players from four different teams were tested on a soccer-shooting task. Teams were assigned to one of four conditions: (a) self-talk, (b) goal setting, (c) goal setting plus self-talk, and (d) do your best control. Subjects performed one baseline measurement and three experimental sessions. Analysis showed that performance, compared to the do your best condition, in the combined condition is immediately enhanced, whereas self-talk and goal-setting effects were significant from Session 3. No significant differences in performance were observed among experimental groups, except in Session 2, during which the combined group scored significantly better than the goal-setting group. It seems that, whereas both goal setting and self-talk are effective in enhancing performance, some advantage may be derived from a combined intervention. Findings are discussed in the perspective of past research efforts on goal setting and self-talk.     

The effects of goal difficulty on physiological arousal, cognition, and task performance.

Two laboratory experiments with 117 undergraduate students were conducted to examine (a) the effect of assigned goal difficulty on arousal (self-report and heart rate), cognition (perceived norm, self-efficacy strength, and personal goal), and behavioral (task performance) measures and (b) the role of heart rate as a mediator of the goal-difficulty-performance relation. All Ss performed a task requiring cognitive and physical responses. Results of both experiments demonstrated that assigned goal difficulty affected heart rate, cognition, and task performance and that heart-rate change was positively related to the cognitive and behavioral measures. Regression analyses suggested that a cognitive-affective mechanism may mediate the goal-difficulty-performance relation. Discussion is focused on the theoretical and practical implications of integrating an arousal concept within goal-setting theory.     

Mood induction effects upon goal setting and performance in young children

The purpose of the present investigation was to demonstrate that goal setting varies with happy/sad mood-induced states in young children. In turn, on the basis of current Goal Setting Theory, it was predicted that goal level mediates the child's subsequent performance. Young children were assigned randomly to either happy or sad mood induction states, were asked to set their own goals, and then performed the task. In light of the findings, mood state was manipulated effectively in the children, with the following result: A happy mood state produced a significantly higher goal and superior performance than a sad mood state. However, no strong evidence was provided for the notion that goal setting mediated the impact of mood induction upon performance. The developmental implication of these findings are discussed.     

The effects of dialogue-based task allocation on system performance in a computer-aided air traffic control task

The present study investigated dialogue-based human-computer task allocation. Five levels of allocation mode, four command strategies and a control condition, were examined in a high-task-load situation using a Latin square design. Five male participants acted as controllers in a simplified representation of an air traffic control system, sharing their task with a computer controller. Performance measures were metered on-line, and subjective ratings were recorded between trials. There were significant differences among the groups in the percentage of planes landed by the human-computer system, the total number of commands executed, and the number of allocation commands used. Other variables suggested for further study include comparisons of input mode, dialogue-initiation style, and degraded performance levels of the computer controller.     

The effect of goal setting on group performance: a meta-analysis

Updating and extending the work of O'Leary-Kelly, Martocchio, and Frink (1994), with this meta-analysis on goal setting and group performance we show that specific difficult goals yield considerably higher group performance compared with nonspecific goals (d = 0.80 ± 0.35, k = 23 effect sizes). Moderately difficult and easy goals were also associated with performance benefits relative to nonspecific goals, but these effects were smaller. The overall effect size for all group goals was d = 0.56 ± 0.19 (k = 49). Unexpectedly, task interdependence, task complexity, and participation did not moderate the effect of group goals. Our inventory of multilevel goals in interdependent groups indicated that the effect of individual goals in groups on group performance was contingent upon the focus of the goal: "Egocentric" individual goals, aimed at maximizing individual performance, yielded a particularly negative group-performance effect (d = -1.75 ± 0.60, k = 6), whereas "groupcentric" goals, aimed at maximizing the individual contribution to the group's performance, showed a positive effect (d = 1.20 ± 1.03, k = 4). These findings demonstrate that group goals have a robust effect on group performance. Individual goals can also promote group performance but should be used with caution in interdependent groups. Future research might explore the role of multilevel goals for group performance in more detail. The striking lack of recent field studies in organizational settings that emerged from our brief review of trends in group goal-setting research should be taken into account when designing future studies in this domain.     

Examining the moderating effects of time on task and task complexity on the within person self-efficacy and performance relationship

ObjectivesThe study examined two moderating variables that may influence the direction of the effect of self-efficacy upon performance, namely; time spent on task and task complexity.DesignMultilevel analysis was conducted to examine within person and between group relationships.MethodEighty eight novice golfers putted in 4 sessions over a period of 2 days (completing 800 putts in total). Each session contained 10 trials of 20 putts. The golfers were split into 2 conditions; a stable task condition where task requirements remained constant across time and a dynamic task condition, where task complexity changed across time.ResultsIn early learning (i.e., the first 10 trials) results revealed a slight negative effect between self-efficacy and subsequent performance. However, across the 40 trials self-efficacy had a positive effect upon subsequent performance. Further, there was a significant task condition (stable vs. dynamic) interaction. In the easy task condition, self-efficacy showed a slight (but non-significant) positive effect upon performance. However, in the dynamic learning condition, self-efficacy had a positive and significant effect upon subsequent performance.ConclusionPrevious tests of the within person self-efficacy relationship tend to limit learning to 10 trials or less. The study is the first to examine the reciprocal relationship between self-efficacy and performance as a result of task experience (i.e., time spent on the task) and task complexity simultaneously. Positive effects emerged as a result of extended time learning the task and by varying the degree of task complexity whilst learning.     

Disentangling achievement orientation and goal setting: effects on self-regulatory processes

H. Heckhausen and J. Kuhl's (1985) goal typology provided the conceptual foundation for this research, which examined the independent and integrated effects of achievement orientation and goal-setting approaches on trainees' self-regulatory activity. Using a complex computer-based simulation, the authors examined the effects of 3 training design factors--goal frame, goal content, and goal proximity--cutting across these 2 theoretical domains on the nature, focus, and quality of the self-regulatory activities of 524 trainees. Results revealed that all 3 factors had a significant influence on self-regulation, with goal content exhibiting the greatest influence. In line with expectations, congruent learning frame and content compared with congruent performance frame and content was beneficial for trainees' self-regulatory activity, incongruent combinations of goal frame and content were better than congruent performance frames and content, and effects for the incongruent combinations cutting across the domains were asymmetrical. Theoretical extensions for further disentangling these distinct domains and training design implications are discussed.     

The influence of monetary incentives on goal choice,goal commitment,and task performance

This study was designed to investigate the mechanism by which monetary incentives influence goal choice, goal commitment, and task performance. It is hypothesized that the explanation for incentive effects on goals and performance is in their influence on mediating events. A model attempting to explain the process of goal choice, work motivation, and performance in terms of cognitions is presented. Subjects were recruited for 5 days of part-time employment in a simulated organization to perform a clerical data transfer task. The 130 subjects were assigned randomly to 7 experimental conditions differing in terms of the magnitude of incentive offered for various levels of performance. The quantity and quality of performance was recorded daily and research questionnaires were administered at different times during their employment. Results provide support for the model presented and therefore suggest that the process of goal choice and commitment is central to understanding how incentives influence goals, motivation, and performance. The model provides a useful basis for investigating the relationships between organizational context and employee cognitions and for integrating goal setting with expectancy theory. The findings and future research issues are discussed.     

The effects of different types of goal pursuit on experience and performance during a stressful social task

Researchers have recently suggested that anxiety research may benefit from the examination of motivational factors, such as the difference between approach and avoidance goals. This suggestion is consistent with the literature on self-regulation, which indicates that affect serves as feedback for goal pursuit, with anxiety primarily providing feedback regarding avoidance. However, no data are available on participant goals for a task that generates social anxiety. Data from 120 speech anxious participants who engaged in a public speaking task were used to test the following hypotheses: (1) avoidance goals would be more specific than approach goals; (2) goals regarding social anxiety would have a negative impact on public speaking experience and performance; and (3) participants would tend to organize approach and avoidance goals not as separate goals, but as opposite poles of the same overarching goal. Hypotheses (1) and (3) were fully supported and hypothesis (2) was partially supported. The results highlight the possibility that approach goals may be particularly important to anxiety reduction.     

The relationship between learning goal orientation,goal setting,and performance: a longitudinal study

In an educational setting, we examined the relationship of learning goal orientation with goal setting and performance over time. At the first time point, we assessed levels of trait learning goal orientation and asked participants to set performance goals. At each follow‐up time point, we reported to participants their current course grade and allowed them to revise their goals. Learning goal orientation was associated with both setting higher goals and maintaining higher performance over time. Additionally, the relationship of learning goal orientation and performance was found to be mediated by goal setting.     

An interactive approach to work motivation: The effects of competition,rewards, and goal difficulty on task performance

This study examined the interactive effects of competition, rewards, and goal difficulty on task performance and goal commitment. Students were assigned to one of eight experimental conditions and participated in a computerized anagram solution task. Rewards significantly increased performance, especially along with difficult goals. Competition was not found to have an effect on goal commitment or task performance, and goal difficulty increased performance although the results did not reach statistical significance. Goal commitment was shown to have a direct effect on task performance as opposed to a moderating role in the goal level-task performance relationship. A discussion of the findings and suggestions for further research are included.DePaul University     

Relationship of core self-evaluations to goal setting, motivation, and performance.

A newly developed personality taxonomy suggests that self-esteem, locus of control, generalized self-efficacy, and neuroticism form a broad personality trait termed core self-evaluations. The authors hypothesized that this broad trait is related to motivation and performance. To test this hypothesis, 3 studies were conducted. Study 1 showed that the 4 dispositions loaded on 1 higher order factor. Study 2 demonstrated that the higher order trait was related to task motivation and performance in a laboratory setting. Study 3 showed that the core trait was related to task activity, productivity as measured by sales volume, and the rated performance of insurance agents. Results also revealed that the core self-evaluations trait was related to goal-setting behavior. In addition, when the 4 core traits were investigated as 1 nomological network, they proved to be more consistent predictors of job behaviors than when used in isolation.     

Building a practically useful theory of goal setting and task motivation. A 35-year odyssey

The authors summarize 35 years of empirical research on goal-setting theory. They describe the core findings of the theory, the mechanisms by which goals operate, moderators of goal effects, the relation of goals and satisfaction, and the role of goals as mediators of incentives. The external validity and practical significance of goal-setting theory are explained, and new directions in goal-setting research are discussed. The relationships of goal setting to other theories are described as are the theory's limitations.     

Poststimulation time interval-dependent effects of motor cortex anodal tDCS on reaction-time task performance

Anodal transcranial direct current stimulation (tDCS) induces long-term potentiation-like plasticity, which is associated with long-lasting effects on different cognitive, emotional, and motor performances. Specifically, tDCS applied over the motor cortex is considered to improve reaction time in simple and complex tasks. The timing of tDCS relative to task performance could determine the efficacy of tDCS to modulate performance. The aim of this study was to compare the effects of a single session of anodal tDCS (1.5 mA, for 15 min) applied over the left primary motor cortex (M1) versus sham stimulation on performance of a go/no-go simple reaction-time task carried out at three different time points after tDCS—namely, 0, 30, or 60 min after stimulation. Performance zero min after anodal tDCS was improved during the whole course of the task. Performance 30 min after anodal tDCS was improved only in the last block of the reaction-time task. Performance 60 min after anodal tDCS was not significantly different throughout the entire task. These findings suggest that the motor cortex excitability changes induced by tDCS can improve motor responses, and these effects critically depend on the time interval between stimulation and task performance.